We want a workplace that...
How we will do this
"Our mission is to make education smarter and our communities stronger, and we can only do that if we raise the bar and hold ourselves accountable to setting the standard on diversity, equity, and inclusion initiatives. I am passionate about making DEI an authentic, embedded part of my own personal and professional life as well as the culture of EAB, and I am committed to supporting our partners in their own DEI journeys."
David Felsenthal, CEO
DEI strategic plan
Our five-year strategic plan is the result of an intentional process, including a needs assessment and conversations with stakeholders and focus groups that totaled over 150 employees.
- Define DEI and success
- Increase gender and racial diversity within leadership
- Equip leaders to lead cross-cultural teams
- Clarify and adjust DEI infrastructure
- Build greater cultural skills and inclusivity across the firm
- Identify and develop high potential (HiPo) team members of color for leadership roles
- Diversify candidate pipeline
- Ensure compensation practices are fair and equitable
- Ensure virtual trainings and meetings are accessible
- Translate DEI goals to SMART goals
- Develop timely, relevant, and consistent DEI communications
- Build EAB's capacity to serve as a frontrunner in addressing equity gaps in education
- Leverage community impact efforts to better engage team members and the communities we serve
We now host a series of Talent Review meetings with the leader of each division of the firm and key members of the Talent team to review talent data and strategy at a divisional level and ensure that we are working "locally" to drive our DEI efforts forward.
We worked to create a DEI curriculum for the firm and rolled out our first two modules on fundamental DEI concepts. For each module, all EAB team members attended a synchronous learning session, followed by a structured discussion with colleagues in their division.
Our Women In Leadership cohort has been an important tool in improving our gender leadership representation over the last several years. Now, we have applied a similar approach to our first cohort for people of color as we work to address the racial and ethnic diversity of our leadership team.
In order to ensure both transparency and accountability, we now publish data internally on the current and historical composition of our workforce, along with benchmarks and our progress against those benchmarks.
Employee resource groups
Our Employee Resource Groups are voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with EAB's mission and values. Groups are comprised of employees who share a common identity or interest-and are open to allies. They support the innovation of EAB's services, policies, and practices by providing insights on the evolving social climate, and they enhance the experience of EAB employees by offering programming that promotes professional development, cultural exposure, and forums for education, allyship, and community.
Women@EAB promotes gender equity and helps increase women's advancement and engagement.
OUT@EAB drives positive impact for LGBTQ individuals at the firm and within our broader communities.
Mosaic cultivates, engages, promotes and retains highly engaged leaders of color at the forefront of higher education.
HealthyMinds promotes mental health and helps create our diversity, allowing employees to bring their full selves to work.
Employee resource groups
At EAB, we believe that to fulfill our mission to "make education smarter and our communities stronger" we need team members who bring a diversity of perspectives to the table and a workplace where each team member is valued, respected and heard.
To that end, EAB is an Equal Opportunity Employer, and we make employment decisions on the basis of qualifications, merit and business need. We don't discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. Our leadership team is dedicated to ensuring the fulfillment of this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment.
Employee resource groups
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Learn how we support our partners' DEIJ journeys
Explore our DEIJ Resource Center to see how college and university leaders can cultivate diversity, foster inclusion, promote equity, and fight for justice for their students, faculty, staff, and communities.